I wouldn't fire him without clearing things out. Call him to your office. Ask him what he's supposed to be doing as an employee: what his specific job is(if he's an insignificant peon, stress it), what his work hours are, the minimum amount of output expected from him etc. Then, point out his deficiencies and ask him about it, then, the consequences: continue to conduct yourself in this fashion and you will be on probation, fired etc.
look for something physically wrong with them. race, gender, hair color, age, etc. let them know that is why you can't stand them.
<object width="480" height="385"><param name="movie" value="http://www.youtube.com/v/REVl4skqqUg?fs=1&hl=en_US"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="always"></param><embed src="http://www.youtube.com/v/REVl4skqqUg?fs=1&hl=en_US" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="385"></embed></object>
Just like this <object width="480" height="385"><param name="movie" value="http://www.youtube.com/v/Wz7zo1BvvA4?fs=1&hl=en_US"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="always"></param><embed src="http://www.youtube.com/v/Wz7zo1BvvA4?fs=1&hl=en_US" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="385"></embed></object>
<object width="480" height="385"><param name="movie" value="http://www.youtube.com/v/bU6m5UqLx9M?fs=1&hl=en_US"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="always"></param><embed src="http://www.youtube.com/v/bU6m5UqLx9M?fs=1&hl=en_US" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="385"></embed></object>
I guess I should clear up some info. He and I have had a face to have disciplinary talk. I am 24 he is 38, I am pretty sure he just shrugged it off because nothing changed. His manager also had written him up twice for two separate infractions, one of which was basically spending half the day on craigslist doing whatever. His primary responsibility is to aid in acquiring used text books from schools or clearing houses or publishers. Pretty mindless work to be honest and I dont mind paying people when there isnt much work to be done, but there is plenty to do at the moment. So we have 2 formal written infractions and one face to face with the boss man. There is enough paper trail to cover my ass, and honestly I dont mind paying out whatever need be. I think I will bring him in at the end of the day when all of the formal paperwork has been processed, tell him he is axed and shake his hand. Unless he is stupid there is no way he does not see this coming. Its just telling him that will be hard, I have been fired before but this man has kids and a wife...but in the end its my business, not his, and he is hampering us from being as efficient as I want.
Just tell them this: "Anybody who ever built an empire, or changed the world, sat where you are now. And it's *because* they sat there that they were able to do it."
Document, document, document. Make sure you document everything. If you have complaints of him being rude from employees document it. If he is late consistantly document every day. If you have to edit his work, document. WHen you confront him have all of this evidence in front of you and be completely honest with him. As far as him coming to gun you down (im sure you were exagerating) but theres a lot of things that people do to get back at their bosses, he will be the primary suspect. Good luck. think with your brain not with your heart. this is a business. (just think of how hard it must have been for the rockets to get rid of tracy mcgrady; it was heart breaking lol)
Texas is an "at-will" state, so unless there is a contract, or an implied contract (such as a company policy stating a termination process), then you can fire anyone, anytime without a reason. If the employee wants to claim wrongful dismissal (such as racism), he'd have to have some evidence supporting that.
:grin: LOL @ people not reading post #27. Just don't say the words "you're fired." Seriously, I don't like how at such easy jobs, people get fired over "not working", and then they'll complain that the next job is "more difficult." Let him know that you expected him to change, review all the times you reprimanded him, the face to face, and didn't see a result. If he asks for one more chance, do the usual "how many more chances do you think it's fair to give you?" and hope he answers with "none". Economy makes people lazy and come to work late?
^^^ This And I'd like to add... (1) Have his computer access removed before or during the time that you fire him. This prevents him from removing or destroying important data on your network, and prevents him from maliciously doing harm to (or infecting) your data. (2) Be sure that security knows that they need to be readily available in case he makes an scene (or worse) and to ensure that he gets out of the building without stealing something. (3) use an audio recorder to record the meeting in which he is fired. During the meeting, make sure that he verbally acknowledges that he understands the reasons he is being fired (so that he can't come back in a few weeks and sue you for firing him out of prejudice). You might also want to get that acknowledgment in writing. Don't inform him that the conversation is being recorded (it's not illegal to do this as long as one of the parties in the conversation - you - knows that it's being recorded.).
